Workplace 4.0: The intersection of HR Automation & Human Resources

COVID-19 has changed the world as we know, no area of our lives has remained untouched by its impact.  It has blurred lines between our lives and our work seamlessly giving rise to a hybrid model of working across industries, across levels and across the world. It may seem all is still on the surface but a quiet paradigm shift is happening in the way we work and the way we relate to our workplaces. 

Organizations are slowly rising to the need of nurturing and maximizing the potential of their greatest asset – its people. HR functions, earlier relegated to as support have emerged to the frontline in leading efforts to facilitate employees. From helping the workforce to adjust to a remote work environment to managing recruitment, promotions and talent mobility from home. Organizations and individuals have gone through an entire annual cycle of hiring and talent management in the past year, all remotely. These changes are no longer a defense mechanism against COVID, but the future of work for the generations to come. 

LinkedIn's Future of Recruiting survey, which was released late last year, observed that 81 percent talent professionals think that virtual hiring will continue post-COVID and 70 percent believe that the change is here to stay. A fact that is being witnessed by the emergence of intelligent and disruptive hiring technologies, as the focus area in the HR space. Application of AI in automating and augmenting processes is facilitating recruiters with newer and efficient approaches for hiring. A.I., Machine Learning and RPA are helping to streamline processes by making it more result-oriented and productive. Another survey that covered more than 700 small, medium and large organizations across 21 sectors, showed that 34% of these organizations showed hiring intent for the April-June quarter, which is the highest in the past twelve months. As companies have started hiring people over virtual interviews and assessments, there is an increased need to implement robust technological transformation in the process of talent acquisition and management.  

According to LinkedIn's report on Future of Talent, 93% of companies in India are looking at internal hiring for new vacancies. Tools like Mobility Solutions can ease the process of employee assessment for organizations by enabling end-to-end talent mobility solutions for accurate, immediate, and agile decision-making helping to increase the accuracy of one’s leadership mobility decisions. With such technology we are equipped to harness the strength of people-science that focuses more on talent rather than their credentials. The analytical approach of these tools provides a clear evaluation on predetermined parameters and examines them with respect to the requirements of a job role. These solutions encourage automation and standardization in employee-organization relationships. Leveraging the combination of psychometrics, data science, and machine learning, these HR Tech solutions offer a wholesome, immersive experience for both parties across the complete employment life cycle. From finding new talent and managing teams, to choosing the deserving candidates for extended responsibilities, such tools provide an in-depth analysis of the potential candidates and thus promote efficiency. 

Even as India’s economy takes slow but sure strides towards recovery, one change that will remain is the precedence of automation technologies such as advanced robotics and artificial intelligence as powerful drivers of productivity.  These cognitive technologies will help enable organizational talent to grow into new and more rewarding roles, in effect HR automation is becoming the key to drive organizational growth in a post Covid world.
 
职场4.0：人力资源自动化的交叉点

正如我们所知，COVID-19 改变了世界，我们生活的任何领域都没有受到它的影响。 它模糊了我们的生活和工作之间的界限，无缝地产生了一种跨行业、跨层次和跨世界的混合工作模式。 一切似乎都还停留在表面上。

企业正处于培训和最大化—员工的潜力的需求。 早先被降级为支持的人力资源职能已经出现在前线，以领导为员工提供便利的工作。 从帮助员工适应远程工作环境到在家管理招聘、晋升和人才流动。 在过去的一年中，组织和个人经历了整个年度招聘和人才管理周期，所有这些都是远程进行的。 这些变化不再是针对 COVID 的防御机制，而是子孙后代工作的未来。

LinkedIn 去年年底发布的招聘调查的未来观察到，81% 的人才专业人士认为虚拟招聘将在 COVID 后继续进行，70% 的人认为这种变化会持续下去。 智能和颠覆性招聘技术的出现正在见证这一事实，成为人力资源领域的重点领域。 人工智能在自动化和增强流程中的应用正在为招聘人员提供更新和有效的招聘方法。 人工智能、机器学习和 RPA 正在帮助简化流程，使其更加以结果为导向和更具生产力。 另一项涵盖 21 个行业的 700 多家大中型组织的调查显示，其中 34% 的组织显示了 4 月至 6 月季度的招聘意向，这是过去 12 个月中最高的。 随着公司开始通过虚拟面试和评估招聘人员，越来越需要在人才获取和管理过程中实施稳健的技术转型。

根据领英关于人才未来的报告，印度 93% 的公司正在考虑内部招聘新职位空缺。 移动解决方案等工具可以通过启用端到端人才移动解决方案来实现准确、即时和敏捷的决策，从而帮助提高领导层移动决策的准确性，从而简化组织的员工评估流程。 有了这样的技术，我们有能力利用人文科学的力量，它更多地关注人才而不是他们的资历。 这些工具的分析方法对预先确定的参数进行了清晰的评估，并根据工作角色的要求对其进行了检查。 这些解决方案鼓励员工-组织关系的自动化和标准化。 利用心理测量学、数据科学和机器学习的组合，这些人力资源技术解决方案在整个就业生命周期中为双方提供健康、身临其境的体验。 从寻找新人才和管理团队，到选择应得的候选人以承担更多责任，这些工具可以对潜在候选人进行深入分析，从而提高效率。

即使印度经济缓慢但肯定地朝着复苏迈进，但仍将存在的一个变化是先进机器人和人工智能等自动化技术的优先地位，它们是生产力​​的强大驱动力。 这些认知技术将帮助组织人才成长为新的、更有价值的角色，实际上，人力资源自动化正在成为推动后 Covid 世界中组织增长的关键。